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HomeMy WebLinkAbout5.261 Original Contract ~. ~-4- 5, ~LoI . AGREEMENT BETWEEN THE CITY OF PORT ANGELES AND TEAMSTERS UNION LOCAL #589 (COMMUNICATIONS/SUPPORT UNIT) JANUARY 1, 1991 - DECEMBER 31, 1993 TEAMSTERS LOCAL #589 CLERK/DISPATCHER UNIT COLLECTIVE BARGAINING AGREEMENT TABLE OF CONTENTS ARTICLE I - GENERAL PROVISIONS section A - Purpose section B - Full Understanding, Modification, and Waiver section C - Recognition section D - Savings Clause section E - Non-Discrimination ARTICLE II - RIGHTS OF PARTIES section A - Management's Rights section B - Union Security section C - Payroll Deductions section D - Personnel Policy and Procedures Section E - Record Keeping Section F - Personnel Records section G - Labor-Management Committee Section H - Police Department Employee Bill of Rights Section I - Layoff Procedures ARTICLE III - WORKING CONDITIONS section A - Hours of Work Section B - Response Time section C - Relatives Working in the Police Department Section D - Work Stoppage PAGE NO. 1 1 1 2 2 3 3 4 5 5 5 5 6 7 8 8 9 9 ARTICLE IV - COMPENSATION section A - Wages section B - Overtime Compensation section C - Call-Back Compensation section D - Compensatory Time Accrual section E - Tuition Reimbursement section F - Uniform Maintenance Allowance section G - Higher Class Pay section H - Communications Officer Training Pay section I - Stand-By Pay ARTICLE V - PAID LEAVE TIME Section A - Vacation section B - sick Leave section C - Holidays Section D - Family Leave ARTICLE VI - HEALTH BENEFITS ARTICLE VII - GRIEVANCE PROCEDURE ARTICLE VIII - DURATION OF AGREEMENT PAGE NO. 10 10 11 11 12 13 13 14 14 15 16 17 19 21 22 26 ~ ARTICLE I - GENERAL PROVISIONS section A - Purpose This Contract, entered into by the City of Port Angeles, hereinafter referred to as the City, and the Teamsters Union, Local #589, hereinafter referred to as the Union, has as its purpose the setting forth of the full and entire understanding of the parties regarding the matters set forth herein, reached as the result of negotiations regarding wages, hours, and other terms and conditions of employment of employees covered by this Contract. section B - Full Understandinq, Modifications, and Waiver 1. This Contract sets forth the full and complete agree- ment of the parties regarding the matters set forth herein, and any other prior or existing agreement by the parties, whether formal or informal, regarding any such matters are hereby super- seded or terminated in their entirety. 2. Except as specifically provided herein, it is agreed and understood that each party hereto voluntarily and unqualifiedly waives its right and agrees that the other shall not be required to negotiate with respect to any subject or matter covered herein, or with respect to any other matters within the scope of negotia- tions, during the term of this Contract. 3. No agreement, alteration, understanding, variation, waiver, or modification of any of the terms or provisions of this Contract shall be binding upon the parties unless made and executed in writing by the parties hereto. 4. The waiver of any breach, term, or condition of this Contract by either party shall not constitute a precedent in future enforcements of terms and provisions of this Contract. 5. The City may not enter into a separate agreement with an employee which is inconsistent with this Contract. Section C - Recoqnition The City recognizes the Union as the exclusive bargaining representative for purposes of establishing wages, hours, and conditions of employment. The terms and conditions set forth herein shall apply to employees in the following classifications: Communications Officer Parking Enforcement Officer Animal Control Officer Communications Supervisor Police Records Supervisor Police Records Clerk -1- , The Union agrees to provide, in writing, the name of the shop steward and such notice and any changes thereto shall be provided to the Human Resources Manager. section D - Savinqs Clause The City and the Union agree that should any portion of this Agreement be contrary to present or future state or Federal laws, both parties agree to mutually resolve the conflicts. Neither the City nor the Union shall be penalized or hold the other party responsible for conflicts which might arise. Any new provisions shall have no effect on the remaining provisions of this Agree- ment. section E - Non-Discrimination The City and the Union agree that they will not discriminate against any employee by reason of race, creed, age, color, sex, national origin, religion, handicapped status, or marital status. -2- ... ARTICLE II - RIGHTS OF PARTIES section A - Manaqement's Riqhts The City and its management representatives shall retain all customary rights, powers, functions, and authority normally re- served by management consistent with State law, local ordinances, and Department rules and regulations. This management rights section does not give Management the right to change or modify the existing negotiated contractual language of the Agreement. The Management rights shall include but not be limited to the follow- ing: 1. The City retains its rights to manage and operate the Department except as may be limited by an express provision of this Agreement. 2. Set standards of service, establish Department policy/ procedures, work rules/regulations, safety procedures, and person- nel policies and procedures. 3 . Select, increase, diminish or change equipment, vehicles, machinery, etc., including the introduction of any and all new, improved or automated methods or equipment. 4. Assign work and establish work schedules. 5. Engage in all types of personnel transactions and disci- plinary proceedings in accordance with established ordinances and rules, and Department Policy and Procedures Manual. 6. Effect a reduction in authorized positions because of a lack of work, fiscal limitations, organizational changes, or other legitimate reason. 7. Determine the number and classifications of personnel. 8. Take any action necessary to carry out its mission in an emergency. Section B - Union Security 1. It shall be a condition of employment that all employees covered by this Agreement who are members of the Union in good standing on the execution date of this Agreement shall remain members in good standing. It shall also be a condition of employ- ment that all employees covered by this Agreement and hired on or after its execution date shall by the thirtieth (30th) day follow- ing initial hire, become and remain members in good standing in the Union, or in lieu thereof, pay each month a service charge equivalent to initiation fees and Union dues, paid to the Union, toward the administration of this Agreement. -3- If objections to joining the Union are based on bona fide religious tenets and the employee objects to joining the Union because of such beliefs, the employee shall pay an amount of money equivalent to initiation fees and Union dues to a non-religious charity or to another charitable organization mutually agreed upon by the employee and the Union. The employee shall furnish written proof to the Union that such payment has been made. If the employee and the Union do not reach agreement on the organization, the Public Employment Relations Commission shall designate the charitable organization. 2. The Union agrees that membership in the Union will not be denied or terminated for any reason other than the failure of the employee covered by this Agreement to tender the initiation fee, Union dues, or service charge. The parties agree that if an employee fails to fulfill the obligation in (1) above, the Union shall provide the employee and the City with thirty (30) days' notification of the employee's failure to comply with this section and during this period, the employee shall make restitution in the amount which is due or the City shall terminate employment. 3. The City shall notify the Union of new employees within thirty (30) days of employment. 4. Indemnification Clause: The Union agrees to indemnify and hold the city harmless from any liabilities of any nature which may arise as a result of the application of this Article. Section C - Pavroll Deductions 1. Upon written authorization of an employee, the City shall deduct monthly dues from the salary of each employee and shall transmit such amount to the Union, and will withhold any other specified portion of an employee's salary for U.S. Savings Bonds, United Way contributions, optional insurance coverage provided by the city, and D.R.I.V.E. contributions. 2. The Union shall hold the City harmless against any claims brought against the City arising out of the City making a good faith effort to comply with this Section. 3. The employee shall be allowed to withdraw from automatic payroll deduction of Union dues with thirty (30) days' notice in writing to the Personnel Office. 4. Payroll deductions for other authorized withholdings, noted above, except Union dues, shall be subject to data process- ing limitations. -4- section D - Personnel Policy and Procedures Except where this Contract is different, wages, hours, holi- days, sick leave, vacation and related working conditions shall be in accordance with the current City Personnel Policies and Proce- dures and Salary Ordinance. Personnel benefits in the Personnel Resolution shall not be changed during the life of this Agreement, except changes in related working conditions which shall be negotiated with the Union. section E - Record Keepinq A time system shall be used in keeping a Departmental record of overtime and time off and this record system is to be avail- able to the employees. section F - Personnel Records The city and the Union recognize that the employee's official personnel file relative to any personnel actions (i.e., promotion, disciplinary actions, performance evaluations, pay status, etc.) shall be kept and maintained in the Personnel Office. Departments may keep and maintain employee personnel files but such information in the Department files shall not be used relative to taking personnel actions, unless such information is also contained or referenced in the official personnel file. Any employee may review his/her personnel file in the Person- nel Office or within the Department upon request, with reasonable notice, and may have a copy of any information contained in the file. Whenever a Department Head places information concerning the employee in the official personnel file, a copy will be provided to the employee. If such information is the result of disciplinary action or an unsatisfactory performance evaluation, the employee may submit a rebuttal which shall be made part of the employee's personnel file. Such a response by the employee shall be within thirty (30) working days of receipt of the disciplinary action or performance evaluation and be of reasonable length. Section G - Labor-Manaqement Committee In the interest of developing mutual trust and open communi- cation between the parties and improve employee/employer rela- tions, the parties agree to establish a labor-management commit- tee to meet at times as mutually agreed upon. The members of this Committee for the city shall be the City Manager, the Human Resources Manager, the Police Chief, and others as needed. -5- The members of this Committee for the Union shall be the respective business agent for the Local and two employees from the bargaining unit, and others that may need to attend who are affected by an issue under discussion. Attendance by other employees is permitted as long as staffing needs are adequately met and with approval of the Department Head. section H - Police Department Emplovee Bill of Riqhts Employees covered by this Agreement shall be entitled to the protection of the Port Angeles Police Department Employee Bill of Rights for disciplinary actions. 1. Prior to an employee being questioned relative to a possible disciplinary matter, the employee will be apprised of the issue and the nature of the complaint or issue under investi- gation. The employee shall be provided with written notice in advance of any disciplinary actions (excluding verbal or written reprimands) . The written notice shall include specific charges, citing the alleged violation of a rule/regulation, etc., and an opportunity to respond to the charges. 2. Any questioning of an employee shall be at a reasonable hour, preferably when the employee is on duty, unless the circum- stances of the investigation dictate otherwise. When practic- able, such questioning shall be scheduled during the day time. 3. The investigation and questioning of the employee (which shall not violate the employee's constitutional rights) shall take place at the Port Angeles Police Department, except when imprac- tical. The employee shall be afforded an opportunity and facili- ties to contact and consult privately with an attorney(s) or representative(s) of his/her own choosing before being questioned, who may be present during questioning. 4. The questioning shall not be overly long and the employee shall be entitled to such reasonable intermissions as he/she shall request for personal necessities, meals, telephone calls, and rest periods. 5. The employee shall not be subjected to offensive language nor be threatened as a guise to attempt to obtain his/her resigna- tion. No promises or rewards shall be made as an inducement to answer questions. 6. No employee covered by this Agreement shall be required to take or be subjected to a lie detector or similar test as a condition of continued employment. -6- 7. This Police Department Bill of Rights applies to disci- plinary actions and related investigations and excludes cases of criminal investigations. Section I - Lavoff Procedures The City may lay'off employees where there are changes in service levels, reorganization, a position is abolished, lack of funding, or other reason requiring a reduction in the work force as determined by the City. An employee laid off shall receive a minimum of two calendar weeks' written notice prior to the effec- tive date of the lay-off. Order of Lav-Off: The order of lay-off shall be by classifi- cation by Department. Temporary employees followed by probationary employees will be laid off prior to regular full-time employees. Employees who have held status in the Police Records classi- fications and Communications Officer class and are laid-off shall be on the reinstatement list for both classes. When any employee is hired off a reinstatement list, he/she must meet the qualifica- tions for the position. An employee's accrued vacation and comp time shall be paid off upon being laid off. sick leave accrual shall be held in abeyance and if the employee is reinstated, he/she shall retain the sick leave accrual on the books when laid off. Also, the employee's service credit shall remain, less the time spent on the lay-off list. "Bumpinq Riqhts" shall apply for employees holding regular status in the affected classification. The least senior employee shall be laid off first. The reinstatement list shall be used prior to the civil Service eligible list for filling vacant positions. If an employee refuses a job offer, his/her name shall be removed from the reinstatement list. The employee's name on the reinstatement list shall be valid for a period of twenty-four (24) months. An employee re-hired from the reinstatement list shall be placed at the salary range and step held by the employee prior to being laid off, using the salary schedule in effect at the time of re-hire. If re-hired into a different classification than when laid off, the salary shall be determined by the Department Head within the established salary range for the class. It shall be the responsibility of the laid off employee to keep his/her address current with the City. If a position becomes available, the City will send notice to the employee at the last address of record, and if the employee fails to respond to such notice within ten (10) calendar days, the employee's name will be removed from the reinstatement list for future consideration, unless a valid reason exists for such failure to respond, as determined by the city. -7- ARTICLE III - WORKING CONDITIONS section A - Hours of Work 1. Work Week: The normal work week shall be 40 working hours consisting of five (5) consecutive days on duty and two (2) consecutive days off. 2. Work Day: The normal work day shall consist of eight (8) consecutive working hours in a 24-hour period (separated at the approximate mid-point by a meal period). The starting and ending times of the work day shall be determined by the city. 3. Assignment of employees to shifts and the setting of starting times for all shifts shall remain within the rights of the City. 4. Employees shall be assigned to either an eight (8) hour or nine (9) hour work shift. The Communications Officers (exclud- ing the Communications supervisor) shall be assigned to an eight (8) hour shift. The eight (8) hour shift shall be eight (8) hours on duty, to include a half-hour on-call lunch break. The nine (9) hour shift shall be eight (8) hours of duty with a one-hour lunch break where the employee will not be on call. A shift rotation schedule will be set up which will allow for employees to have an opportunity to move from one shift to another, based upon agreed criteria. The Supervisor shall determine the time during the employee's shift when the meal period is granted. 5. Seven days' advance notice will be provided prior to an employee being assigned a change in his/her regularly scheduled shift, except in cases of an emergency. 6. The City shall attempt to schedule two (2) IS-minutes rest periods, one in the first half and one in the second half of the work shift. Such rest periods may not be permitted if Departmental operations would be affected. Rest periods, if not taken as scheduled by the super- visor, shall not be accrued and taken beyond the current shift. 7. The city and the employees, through the Labor-Management Committee, shall continue investigating the implementation of alternative work schedules, subject to available funding. Section B - Response Time An employee subject to call-back shall reside within an area from where he/she can drive to the Police Department Building within thirty (30) minutes after being called. Computation of time shall be made, considering the drive to be made within the normal speed limits. -8- section C - Relatives Workinq in the Police Department If employees in the Police Department become related through marriage, or cohabitation, which may result in a problematic, questionable, or preferential supervisor/subordinate relationship in the judgment of the Police Chief, the City will make a reason- able effort to change shifts of the individuals affected. How- ever, the City reserves the exclusive right to terminate, trans- fer, or re-assign one of the individuals involved, if necessary, to resolve operational or personnel problems in managing the Department. Prior to terminating an employee because of this policy, the City shall make reasonable effort to transfer the individual to another position. The Union reserves the right to be consulted prior to any decision on this matter. section D - Work Stoppaqes. strikes. or other Concerted Work Actions The City and the Union agree that the public interest requires efficient and uninterrupted municipal services, and to this end, pledge their support to avoid or eliminate any conduct contrary to this objective. During the term of this Agreement, the Union and the employees covered by this Agreement shall not engage in any work stoppage, strike, work slow-down, sick-out, or any other concerted activity which may, in any manner, interfere with public safety, municipal services, or be construed as contrary to the objective above. It is further understood that employees who engage in any such actions as noted above shall be subject to any disciplinary action as may be determined by the City. Employees shall be held respon- sible for any financial losses suffered by the City as a result of such work actions. -9- ARTICLE IV - COMPENSATION section A - Wages 1. Effective January 1, 1991, the fOllowing salary applies (an increase of 5.0% over 1990 wages): Monthly Steps New Step A J2 Q .Q .E. .E Communications Officer 1673 1756 1844 1935 2032 2134 Communications Super- visor Police Records Supervisor 2145 2251 2365 2484 Police Records Clerk 1580 1659 1742 1829 1920 Animal Control Officer 1704 1790 1880 1972 2071 2175 Parking Enforcement Officer 1471 1553 1644 1716 1793 1884 2. Effective January 1, 1992, and January 1, 1993, employees covered by this Agreement will receive a cost of living increase equal to 90% of the Seattle Consumer Price Index (CPI) second half series "w" index (published in February of each year), with a minimum of 2% and maximum of 6%. If the above CPI exceeds 8.0%, then the Union may request to renegotiate the wage portion of the agreement. Section B - Overtime Compensation 1. Overtime hours are those hours which the employee is compensated in excess of forty (40) hours in the work week or eight (8) hours in the work day, except change in daylight savings time will not affect this Agreement. 2. Overtime hours worked shall be paid at the rate of time and one-half the employee's regular rate of pay for hours worked outside the regularly scheduled work shift. 3. Overtime pay shall not be compounded with any other form of premium compensation, excluding higher class pay, paid to the employee. -10- 4. Overtime work is a condition of employment when called upon to meet the operational needs of the Department. However, the Department shall attempt to assign overtime in a fair and equitable manner whenever possible. Overtime shall be offered on the basis of descending seniority and assigned on the basis of ascending seniority. 5. Time or service on the employee's scheduled days off, with no change in the work schedule, shall constitute overtime. 6. If an employee is required to report to a shift with less than twelve (12) hours rest, the employee shall earn pay at the overtime rate until such a rest period is granted. This subsection shall not apply whenever an employee is deprived of the twelve (12) hours rest period as a result of a change of work hours at his/her own request. Section C - Call-Back Compensation An employee on off-duty status who is called back to duty will be credited with a minimum of two (2) hours of overtime and paid at the rate of time and one-half for his/her regular rate of pay. If employees are required to work longer than two hours, the employee will be paid overtime for the hours worked. Court attendance shall be considered "call-back" for the purposes of application of this Section, unless such times falls within the employee's normal work schedule. section D - Compensatory Time Accrual 1. An employee who is assigned to work overtime, or a non- shift rotation employee assigned to work on a holiday may, at the option of the employee, receive either cash or compensatory time for such overtime hours, subject to the conditions of this section. An employee will be allowed to accumulate and maintain up to sixty (60) hours in his/her comp time bank for overtime hours worked. If an employee uses a portion of this comp time accrual, he/she may re-accumulate back to sixty (60) hours. Overtime hours worked in excess of this amount will be paid for in cash at the overtime rate of pay. The compo time accrual limits increased from forty (40) to sixty (60) hours to allow an employee greater accumulation. The purpose of this is to permit an employee to use comp time when a shift change results in a pay period in which the employee has less than eighty (80) hours. 2. Compensatory time chosen in lieu of cash will be earned at the rate of one and one-half hours of comp time for each hour worked, calculated to the nearest 30 minutes. -11- 3. An employee on compensatory time off shall be deemed to be on leave with pay status. 4. Any compensatory time credits which have been actually taken by an employee shall be included in computing the hours of his/her work week. 5. An employee who notifies his/her supervisor promptly or substantiates to the satisfaction of the Department Head that he/she was sick on a scheduled day of compensatory time off, may request that a day of sick leave be taken rather than the pre- viously scheduled comp time. 6. Use of compensatory time shall be by mutual agreement between the employee and the supervisor, with the understanding that the employee will not be allowed to use comp time if a replacement employee would be on scheduled overtime. 7. The Department Head or employee's supervisor shall make reasonable efforts to accommodate a request for compensatory time off when made at least seven days, but not more than thirty days, in advance. 8. At the time of termination or resignation from service, an employee shall be paid in cash for all compensatory time credit earned but not yet taken as compensatory time off, based upon his/her rate of pay at the time of termination or resignation. However, in the case of employees belonging to the PERS I Retire- ment System, payoff shall be in a manner as to not result in a ballooning of the employee's retirement benefits. Section E - Tuition Reimbursement 1. To encourage and improve proficiency of the employees, the City encourages the taking of job-related educational courses with the approval of the Department Head. 2. The City will reimburse 75% of the tuition, fees, and book costs of courses that have been successfully completed. If partial assistance is furnished by another agency, the City shall provide 75% of the unfunded portion remaining. In any case, the City's share will not exceed 75% of the total schooling costs. In itemizing costs, an employee shall not include his/her time as a reimbursable expense. 3. Nothing in this section will interfere with the respon- sibility of the Department Head to require attendance at train- ing seminars or other jOb-oriented training courses necessary to perform their duties. These shall be paid in full by the city. -12- section F - Uniform Maintenance Allowance 1. Each Police Records Clerk, Communications Officer, Police Records Supervisor, and Communications Supervisor shall receive a full seasonal uniform and $250 for the first calendar year of employment with the City and a uniform maintenance allowance of $225 per calendar year thereafter. Each Animal Control Officer and Parking Enforcement Officer shall receive a full seasonal uniform and $250 for the first calendar year of employment with the City, and a uniform maintenance allowance of $275 per calendar year thereafter. The uniform maintenance allowance for Animal Control and Parking Enforcement for 1992 shall be increased to $300 and in 1993 shall be increased to $325 per year. 2. The required uniform is provided for in the Department Policy/Procedures Manual. 3. In the event the City requires bullet-proof vests for the Animal Control officer and Parking Enforcement Officer, the cost of the vest shall be paid for by the city. Replacement schedule of the vests and selection of the vests shall be determined by the Police Department. 4. Only those items listed in the Police Department Policy and Procedures Manual may be purchased with uniform allowance funds. The Department retains the right to determine if the article purchased is an approved part of the uniform is of accep- table quality, and is in conformance with Department standards. 5. The Department retains the right to supply uniform or equipment articles from supplies on hand rather than authorizing the employee to purchase new uniform articles. 6. The employee agrees to maintain and repair his/her uniform and have all items available for inspection upon reasonable notice. 7. All articles purchased by the City will be the property of the city and will be returned prior to leaving City service (i.e., retirement, termination, etc.). section G - Higher Class Pay When an employee is assigned to work in a higher classifica- tion for two (2) or more consecutive hours, the employee shall be paid higher class pay at the "A" step of the higher class, unless the pay is less than 5%, in which case the employee shall go to "B" step of the range for the duration of the assignment, calculated to the nearest 30 minutes. -13- section H - Communications Officer Traininq Pay When a Communications Officer is assigned to train a new Communications Officer, the employee shall receive $5 training pay for each eight-hour shift involved in familiarizing the new employee with the job. section I - Stand-By Pay 1. Stand-by hou'rs are those hours in which the Police Department requires an employee to remain "on-call" for possible work outside his/her normal work schedule, when assigned by a supervisor. The employee on stand-by shall be required to wear a paging device or carry a portable radio (as determined by the City) to be reached when needed, and/or remain within the range of the pager/radio or telephone. 2. Stand-by Compensation: An employee assigned to be on stand-by shall receive $7 per 24-hour day or $50 for a full week (7 days of stand-by). -14- ARTICLE V - PAID LEAVE TIME section A - Vacation Vacation leave shall accrue to each employee covered by this Agreement, as follows: Annual Hrs. Days Per Max. Accrual Accrual Year Hours 1 - 5 continuous years of City service 80 10 248 6 - 10 continuous years of City service 120 15 328 11 - 15 continuous years of City service 160 20 408 16 - 20 continuous years of City service 200 25 488 21 & over continuous years of City service 240 30 568 Vacation may not be taken until completion of six months' service. Thereafter, accrued vacation may be taken upon proper authoriza- tion, per Department procedures. Requests for vacation shall be made in advance, subj ect to Supervisory approval. The maximum accrual of vacation is noted in the chart above, based upon years of city service. Employees shall be paid for unused accrued vacation at their final base hourly rate (i.e., straight time) upon leaving City service. 'Vacation shall not be paid for if a proba- tionary employee fails the probationary period. Vacation and holiday time shall be recorded together for purposes of paid leave and bidding of time off. Time taken first shall be considered holiday time until 88 hours are used, and thereafter, the paid leave shall be considered vacation. This method is used in the event an employee leaves city service to reconcile holiday and vacation time. Requests for Vacation/Holidav Time: The Police Department shall establish bidding procedures for vacation and holidays, per Department policies or internal memoran- dum. City employees on the payroll as of May 1, 1991, shall, by seniority, have first pass bid privilege for the 88 hours of holiday time. Then the employees on the dovetailed seniority list formed by consolidation shall commence vacation bidding. -15- For purposes of bidding vacation time off, total seniority shall apply, with City and County employees' total years of service merged into one seniority list. The parties further agree that the maximum number of vaca- tion hours an employee under PERS I may be paid off upon retire- ment (normal or disability) shall be 240 hours. Any vacation hours accrued but unused beyond the 240 hours shall be scheduled prior to such retirement. If an employee has prior approval for vacation and is called back to work once his/her vacation has started, the employee will be compensated at the overtime rate of pay for the time which interfered with scheduled vacation. section B - sick Leave 1. The use of sick leave benefits is considered a privilege and not a right, and may only be used in the event of actual ill- ness or disability to the employee or family members as provided for in this Contract. In the event of a serious illness to an employee who has exhausted his/her sick leave accrual, the City Manager, at his discretion, may advance sick leave credits upon expiration of accrued sick leave credits. 2. sick Leave Accrual. Sick leave shall accrue at the rate of 8 hours per month for all employees covered by this Agreement, except LEOFF I covered employees, who shall accrue at the rate of 4 hours per month. The maximum accrual of sick leave credits shall be limited to 150 days (1,200 hours). 3. Notification Requirements. An employee requesting sick leave usage must provide the proper notice as established in the Police Department Policy and Procedures Manual. When sick leave extends to three or more consecutive days, the employee may be required to provide proof of illness from a medical doctor if the request is made before the employee returns to work. Misuse of sick leave shall be considered cause for disciplinary action. 4. Use of sick Leave. following: sick leave may be used for the a. Illness or injury to the employee, on or off the job, resulting in an inability of the employee to perform his/her work. b. Illness/injury to the employee's immediate family requiring the attendance of the employee to medically care for the family member. Proof of this medical need may be requested by the City in the form of a doctor's verification. Such sick leave is limited to one day per incident, unless specifically approved by the Police Chief. -16- "Immediate Family" for sick leave and bereavement leave benefits shall include only persons related by blood or marriage or legal adoption, which includes parent, wife, husband, brother, sister, child, grandparents or grandchild, and any relative living in the employee's household. Employees on approved sick leave will continue to accrue sick leave. c. Bereavement Leave: sick leave may be used for pur- poses of grieving the death of a family member. Bereavement leave shall be limited to not more than three consecutive days per instance, unless specifically approved by the Police Chief. d. Maternity Leave: Illness/disability resulting from pregnancy, miscarriage, or childbirth shall be charged to sick leave and then, if necessary, to vacation accrual. Upon expiration of paid leave (sick leave, vacation, holiday time, etc.), an employee may request a maternity leave of absence without pay. Maternity leave of absence shall not exceed six (6) months, including all paid or unpaid leave, except if determined medically necessary and certified by a physician. e. Payment of Unused sick Leave: The City shall pay 20% of accumulated sick leave upon retirement (normal or dis- ability) or death of the employee after completion of ten (10) or more consecutive years of service. Payment of such sick leave shall be calculated at the employee's base rate of pay. f. Employees on disability leave after the required waiting period shall receive $100 per week, which shall be credited back to the employee in the form of sick leave. The sick leave credit will be determined by dividing the employee's hourly rate of pay by the $100/week for credit of the sick leave. section C - Holidavs 1. Shift Rotation Employees: a. Each employee shall, on January 1st of each calen- dar year, receive eighty-eight (88) hours of holiday time (ten (10) holidays and one (1) floating holiday). Holiday time is credited to the vacation accrual for the purpose of record-keeping. Employees hired during the year shall receive a pro-ration of the 88 hours of holiday time based upon the number of holidays remain- ing in the calendar year. b. Each employee assigned to shift work, defined as a work schedule subject to regular rotation of days off and/or duty time, shall, on the first pay period in December, receive a "holiday payment" consisting of forty (40) hours of straight time -17- . pay at the employee's current rate of pay, representing the over- time portion of the ten (10) contractual holidays, excluding the floating holiday. c. Employees who terminate during the calendar year shall have their holiday time and holiday pay reconciled, if necessary, from vacation pay-off and/or final compensation. Holidays may not be cashed out if unused. d. Use of holiday time shall be by mutual agreement between the employee and the supervisor. e. If an employee has prior approval from the super- visor for holiday time and is called back to work once his/her holiday time has started, the employee will be compensated at the overtime rate of pay for the time which interfered with scheduled holiday time. ' 2. Non-Shift Rotation Employees a. Non-shift rotation employees are defined as employees who are normally assigned a day work shift in the Records Section, Animal Control, and Parking Enforcement and who do not normally rotate shifts. These employees observe the contractual holidays by taking the day off. b. employees: The following are the paid holidays for non-shift New Year's Day Lincoln's Birthday Washington's Birthday Memorial Day Independence Day Labor Day Veteran's Day Thanksgiving Day Day after Thanksgiving Christmas One Floating Holiday c. For those employees working Monday through Friday, when a holiday falls on a Saturday, the preceding Friday shall be observed. When a holiday falls on a Sunday, the following Monday shall be observed as the holiday. d. If an employee works on a holiday named above, the employee will be paid at the overtime rate of pay for the hours worked on the holiday. 3. Temporarv Shift Assiqnment: A temporary assignment of ninety (90) calendar days or less of an employee from non-shift rotation to shift rotation, or from shift rotation to non-shift rotation, will not change his/her permanent assignment for holiday purposes: only. -18- . section D - Familv Leave Pursuant to Chapter 296-134 WAC, Family Leave, an employee is entitled to a leave of absence from his/her job to care for a new- born child, newly adopted child, or a child under 18 years of age with a terminal health condition. Family Leave to care for a newborn or recently adopted child must be completed within twelve (12) months after the birth or placement for adoption. Care for a child under 18 years of age who is terminally ill shall be allowed only once per child. Eligible employees for purposes of this Section means a regu- lar full-time or regular part-time employee who works an average of 35 hours a week, or more, and has been continuously employed for at least 52 weeks prior to requesting such leave. Regular employees working less than 35 hours per week, temporary employees, part-time employees, or employees having any other employment status shall not be eligible for family leave. The duration of family leave shall not exceed twelve (12) work weeks during any twenty-four (24) month period. Request for family leave shall be made to the Department Head on the City of Port Angeles Leave of Absence Request form and shall be submitted at least thirty (30) days prior to the effective date of the requested family leave. An employee planning to take family leave shall provide his/her Department Head and immediate supervisor with written notice thirty (30) days in advance of the anticipated date of delivery or placement for adoption, stating the dates the employee intends to take family leave, unless exempted as follows: a. The birth is premature. b. The mother is incapacitated due to birth so that she is unable to care for the child. c. The employee takes custody of the newly adopted child at an unanticipated time and is unable to give thirty (30) days' advance notice. d. The Department Head, employee's supervisor, and employee agree to notice of less than thirty (30) days. An employee should attempt to give at least fourteen (14) days' notice if leave to be taken pursuant to this section is foresee- able. Failure to give the required notice may result in the requested leave being reduced. Generally these will be limited to management positions and such a decision will be based on jOb- related needs. -19- . The twelve (12) weeks may include accrued paid vacation or sick leave if used for legitimate reasons as defined by the City's sick Leave Policy or the appropriate labor contract. If vacation or sick leave is not utilized, the family leave shall be leave without pay. Family leave requests shall be made at the same time as all other requests for paid or unpaid leave related to the reason for a leave of absence. All requests for a leave of absence shall be coordinated with the Department Head for each specific incident and the request for leave shall specify the entire period of leave requested, including vacation, compo time, sick leave, family leave, maternity leave, or any other leave of absence. The City may request medical confirmation or verification of proof for family leave. If this is required, the Department Head shall provide written notice to the employee within five (5) working days of receipt of the employee's request for family leave. Requested information shall be provided to the Department Head within ten (10) working days thereafter unless the delay is the result of the employee's physician. Failure of the employee to provide the medical information, or other information as needed for verification, may result in denial of the employee's request for family leave. , When both parents of a child are employed by the City, the leave available remains twelve (12) weeks for both parents combined and shall be coordinated with the affected Department Heads. Only one employee may take family leave at a time. Upon returning from family leave, the employee shall be placed in the same position, with the same pay and shift, which the em- ployee held when the leave commenced. If the employee's position no longer exists, or circumstances have changed where the em- ployee's position no longer exists, then the employee shall be placed in a vacant position with equivalent pay and benefits, if such a position is available and the employee meets the minimum qualifications. Reinstatement to a position need not occur if (a) the em- ployee's job was eliminated because of a lqy-off or re-organization resulting from a lack of work or lack of funds; (b) the employee on family leave takes a~other job with another employer; or (c) the employee fails to return from family leave upon expiration of the leave period, as stated in the leave of absence request initially submitted to the Department Head. If the employee requesting family leave is covered under the City'S health coverage, the employee is responsible for payment of premiums, as determined by the Risk Manager, while on unpaid family leave. -20- . ARTICLE VI - HEALTH BENEFITS During the term of this Agreement, the City agrees to provide employees and eligible dependents medical, prescription, and vision benefit coverage equal to the current level of benefits through the City's Self-Insurance Program. The City agrees not to modify this level of benefits for the duration of the Agreement except by mutual consent of the parties. The current level of benefits is equal to or better than the Teamsters benefits that were in place when the City converted to a self-insured program. Dental Coverage: Dental coverage for employees covered by this Agreement shall be provided through the Teamsters Dental Plan "E". For these benefits, the City agrees to pay a monthly premium of $32.90 per eligible employee for the life of the agreement. The terms and conditions of such health benefits, eligi- bility requirements, plan benefits and limitations, are provided in the Plan summary provided to each employee. The Union recognizes the need to contain the overall costs of the Health Plan and agrees to promote the prudent use of such benefits among its membership. -21- . ARTICLE VII - GRIEVANCE PROCEDURE Section A - Obiectives To informally settle disagreements at the employee-supervisor level; to provide an orderly procedure to handle the grievance through each level of supervision; to correct, if possible, the cause of the grievance to prevent future complaints; to promote harmonious relations among employees, their supervisors, and departmental administrators; to assure fair and equitable treatment of employees; to resolve grievances at the departmental level before appeal to higher levels. section B - Definitions The following terms, as used in this Article, shall have the following meaning: Grievance: A complaint by an employee or a Union representative concerning the interpretation or application of this Agreement. A grievance may be filed when the employee believes an injustice has been done because of unfair application of a policy or an alleged violation of any term or condition of this Agreement. Workinq Dav: Exclusive of Saturday, Sunday, and legal holidays. Emplovee: Any employee of the classified service of the City of Port Angeles Police Department. Immediate supervisor: The person who assigns, reviews, or directs the work of an employee. Division Manaqer: reports. The person to whom an immediate supervisor Representative: A person who appears on behalf of the employee. Department Head: The Police Chief of the City of Port Angeles. Section C - Exclusions 1. Work assignments, unless the complaint arises out of an allegation that the employee was required to work in violation of applicable sections of this Agreement. 2. Appeals involving demotions, dismissals, incremental denials, suspensions, promotions, separations, and examining procedures. (These matters are within the civil Service Commis- sion's authority.) Dismissals pursuant to Article III, Section C, are subject to this grievance procedure if civil Service Commission denies hearing the employee's appeal. -22- . 3. Work performance evaluations. 4. Impasses in collective bargaining. 5. Grievances filed after twenty (20) working days from date of occurrence, or after twenty (20) working days from the date the employee had knowledge of an occurrence. section D - Time Limits Time limits are established to settle grievances quickly. Time limits may be extended by agreement of the parties. If the grievant is not satisfied with the decisi9n rendered, it shall be the grievant's responsibility to initiate the action which sub- mits the grievance to the next level of review within the time limits specified. Failure of the employee to submit the grievance within the time limits imposed shall terminate the grievance process, and the matter shall be considered resolved. Failure of the City to respond within the time limits specified will allow the grievant to submit the grievance to the next higher step of the grievance procedure. section E - The Parties' Riqhts and Restrictions 1. A party to the grievance shall have the right to record a formal grievance meeting at the expense of the requesting party. 2. An employee may have a representative present at all steps of the grievance procedure. 3. Reasonable time in processing a grievance will be allowed during regular working hours for the shop steward, with advanced supervisory approval. 4. Nothing within this grievance procedure shall be con- strued as limiting the right of management to manage the affairs of the City. 5. Grievances of an identical nature, involving an alleged violation of the same Article, Section, etc., concerning the same subject matter, may be consolidated. 6. Confidential Communication. Any communication between a member of the Union and any recognized Union representative regarding a potential or actual employee grievance will be defined as confidential. 7. The Union, as a representative, may file a grievance alleging that the City has violated specific rights afforded the employees covered by the Agreement. Such ,grievance shall be filed directly at Step 2 (Department Head level), and shall be bound by -23- . the time limitations and procedures set forth in the grievance procedure. section F - Informal Grievance Disposition within twenty (20) working days from the occurrence of the incident on which a complaint is based, or wi thin twenty (20) working days from the employee's knowledge of the occurrence, the employee will promptly and verbally meet to discuss the complaint with his immediate supervisor. In those circumstances where the nature of the complaint involves the immediate supervisor, the employee may verbally discuss the complaint with the next higher level of supervision, provided notification is given the imme- diate supervisor by the employee. Such initial discussion shall precede the use of the formal grievance procedure. If the supervisor fails to reply to the employee within five (5) days of the meeting, or if the employee is not satisfied with the de- cision, the employee may utilize the formal grievance procedure. section G - Formal Grievance Procedure Step 1 The formal grievance procedure shall be initiated by the employee, stating the nature of the grievance, the alleged violation by section or number, and the desired solution, in writing on the City grievance form, together with any supporting documents attached to the grievance form. The grievance form and any supporting documents shall be delivered to the supervisors with whom the informal meeting was held, no later than fifteen (15) working days from the date of the close of the informal meeting. The supervisor shall hold a formal meeting with the employee to review the facts, gather all support- ing documents, discuss the complaint and desired solution, and discuss the proper appeal procedure. The supervisor will issue a written decision on the original grievance form within five (5) days of the close of the formal meeting. Step 2 If the employee feels the immediate supervisor has not resolved the grievance, the employee may appeal to the Department Head. At this time, all supporting documents and evidence rela- tive to the grievance shall be included with the appeal. The Department Head shall hold a formal meeting with the employee and his representative, if requested, within ten (10) days from the date of the appeal receipt, and attempt to settle the grievance. A decision shall be made, in writing, on the original griev- ance form, to the employee by the Department Head within ten (10) days from the close of the formal meeting. -24- . .~ ~ ~... step 3 If the employee is not satisfied with the decision of the Department Head, he may appeal the decision to the City Manager within five (5) working days from receipt of the Department Head's decision. In his appeal to the City Manager, all supporting documents must be attached to the grievance form, together with the grievant's reason for appeal and stated remedy requested. The City Manager or his designee will review the original grievance, all supporting documents, the Department Head's response, and the remedy requested, and issue a written decision within ten (10) days of receipt of the grievance. step 4 - Bindinq Arbitration If the grievant is not satisfied with the decision of the City Manager, within five (5) days after receipt of the decision, the grievant may submit the grievance to binding arbitration. For purposes of arbitration, the parties agree to use the Federal Mediation & Conciliation Service and request a list of seven names. The selection of the arbitrator shall be by each side striking a name from the list, with the first party to strike a name deter- mined by a coin toss, until only one name remains. In the event the initial list is not satisfactory to either party, a second list of names may be requested. The cost of the arbitrator shall 'be divided equally between the City and the Union. Cost for witnesses, court reporter, or other individual expenses shall be borne by the requesting party. The arbitrator shall not have the power to alter, amend, or change any contractual language of the Labor Agreement. -25- . "'" ., .. ARTICLE VIII - DURATION OF AGREEMENT This Agreement shall be effective January 1, 1991, and shall continue in full force and effect to and including December 31, 1993. Should either party desire to modify or terminate this Agreement, it shall serve written notice at least one hundred and twenty days (120) prior to the expiration of this Contract. Ilj.. WITNESS WHE EOF, we hereunto attach our signatures this / ;78- day of , 1991. CITY OF PORT ANGELES TEAMSTERS LOCAL #589 ~~~. Teamsters Sec.jTreas. ~~~ Business Representative r A. Pomeranz ity Manager Police Chief "~ Ci~ nson Shop Steward Q~~ Shop Steward ~~~~ Robert Coons Human Resources Manager ~~# HRFM.4 -26-